Technicians...to collect or no?

don m. said:
just wandering how many of you guys have your techs collect checks for resi?
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we never collect checks unless told to....i dont care how much it is it doesnt matter to me, because i get paid a rate that was negotiated per hour....so as long as i am making money...it doesn't matter .....it takes alot to run buisness....
 
alaneasypro said:
we never collect checks unless told to....i dont care how much it is it doesnt matter to me, because i get paid a rate that was negotiated per hour....so as long as i am making money...it doesn't matter .....it takes alot to run buisness....
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Ask Dj for a Raise, do it in the middle of a large Job...LOL:D
 
Call me ignorant, but why is any explanation due to the employees?

If they want to know about my money, then they can start a business of their own, become my competitor and then get a first hand view of what it takes.

I think you guys are all crazy for even considering telling an employee about any aspect of the day to day operations of your business.

If our employees walk 10 feet in my shoes they would break from the stress.

With the last pressure washing company I owned I had a 25k per month over head, don't make it one month, does the employee say ....no it's ok....just give me what you can, heck no! He is wanting his paycheck, AND HE IS 100% correct to want it!

Do you ask your employees how they spend their $$? What if they don't spend all their paycheck on week? Do you ask for a refund?

So what if they see your checks, am I really supposed to tell them my expenses? Absolutely not, I just cant reiterate it enough that they have no business in your business.

If you want to set up a bonus structure or profit sharing that is one thing, but even then they need not know any behind the scenes info. Just cut them in on a PERCENTAGE of the net, and at that make the bottom line percentage that they are cut into, just a sliver maybe 2-5% and of that they only get 10% of that figure.

Make sure that they get their paychecks every payday, and thats it.

Will that employee loan you $$ for new trucks? Trailers? Anything? Of course not, they have NO right to even ask. Show strong leadership and squash their questions now, make sure they get the point that you will never let them in on it.

You took the risk, your butt is on the line. I know that many people who start a business like this, 2nd mortgage their home, dip into retirement, take loans and what not. REMEMBER---YOU TOOK THE RISK NOT THEM.

It is pure insanity to let them even think that they have any right to even ask. Treat them with respect, but respectfully decline to answer any questions about your business.
 
Employees are people. And people can difficult to handle.

Employees are all good when they are trust worthy and capable of doing the work right. I dont bother with text etc. I pay very very very well.
They know whats expected.
If my expectations are not met they are sent packing.

Just remember at firing all of the past wages are due and must be delivered at the exact time of firing.
 
Yes Ron, my guys collect the checks. Since the season is almost over, we've downsized and went from 5-6 guys I had down to 2. One of those is almost part time, but we are getting work built back up, plus I've got several bids for Christmas lights I need to do. So Lord willing we will be busy until Mid Jan taking all the lights down, then its just about 4 weeks before we start washing again and the chaos repeats itself. LOL.
 
Don M. said:
Yes Ron, my guys collect the checks. Since the season is almost over, we've downsized and went from 5-6 guys I had down to 2. One of those is almost part time, but we are getting work built back up, plus I've got several bids for Christmas lights I need to do. So Lord willing we will be busy until Mid Jan taking all the lights down, then its just about 4 weeks before we start washing again and the chaos repeats itself. LOL.
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Good stuff Don, glad to hear your doing well. Stay Warm Buddy
 
I like the advice Ron, but I think the firing was for disrespectful, rude text messages. We have profit share and other incentives for our employees, and they are pretty loyal and happy, but we don't tolerate disrespect! We lost a guy early this year for a rude text he sent our manager. First we put him back on probation where he lost profit share. I think he lost his drive, was a little offended that I had read his text, and he asked if I could help him get a job elsewhere. Now he manages a restaurant we clean.
I know he's bored because he always stays late to help us when we clean his hood...
 
Im considering going all commission next year. I know some window cleaners that do it. I'll have all winter to play with the numbers to see how it works out.

I'm also pondering bringing on a salesman for next year as well. I am really working on taking me 95% out of the business. Some may think thats stupid or what not, but I was able to get to about 75% this year. It was nice to go on vacation in Gatlinburg, not able to get calls or emails, and when we went to town where I could get cell phone service I got one email a day from my sec. telling me what the days deposits were. :)

So yes, Ron's right. Give the guys a chance to make more money. But I want quality checks in place, maybe a checklist before they leave the job.
 
BlueBliss said:
I like the advice Ron, but I think the firing was for disrespectful, rude text messages. We have profit share and other incentives for our employees, and they are pretty loyal and happy, but we don't tolerate disrespect! We lost a guy early this year for a rude text he sent our manager. First we put him back on probation where he lost profit share. I think he lost his drive, was a little offended that I had read his text, and he asked if I could help him get a job elsewhere. Now he manages a restaurant we clean.
I know he's bored because he always stays late to help us when we clean his hood...
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Please explain, not following you?
 
Don M. said:
Im considering going all commission next year. I know some window cleaners that do it. I'll have all winter to play with the numbers to see how it works out.

I'm also pondering bringing on a salesman for next year as well. I am really working on taking me 95% out of the business. Some may think thats stupid or what not, but I was able to get to about 75% this year. It was nice to go on vacation in Gatlinburg, not able to get calls or emails, and when we went to town where I could get cell phone service I got one email a day from my sec. telling me what the days deposits were. :)

So yes, Ron's right. Give the guys a chance to make more money. But I want quality checks in place, maybe a checklist before they leave the job.
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Thanks Don, its emotional with people often. We need to remember these employees have dreams and expectations in life. I would hope we are surrounding ourselves with winners.

Good Luck the future looks brite..
 
My guys dont collect checks or know the details of what we bill. It causes too many issues and in my opinion can hurt productivity. Like DJ we bill net 15 with a $50 late fee. Payment is technically due on completion and rarely ever do we have a problem with payment. Another thing I do is always try to get a credit card for the deposit on the project with permission to bill it upon completion if we're not paid within the 15 (i would rather have the check obviousely).

Some employees get to dwelling on what they "think" your making on the job (based on gross #'s) and they suddenly think they're working for peanuts while your "banking". This had encouraged two employees (at different times) in the last 10 years to start scabbing work - one was my sales guy and the other my foreman. Both were fired. They even started calling my vendors trying to get contractor pricing and product shipped.

You have to protect your business bottom line.
 
Greg Rentschler said:
My guys dont collect checks or know the details of what we bill. It causes too many issues and in my opinion can hurt productivity. Like DJ we bill net 15 with a $50 late fee. Payment is technically due on completion and rarely ever do we have a problem with payment. Another thing I do is always try to get a credit card for the deposit on the project with permission to bill it upon completion if we're not paid within the 15 (i would rather have the check obviousely).

Some employees get to dwelling on what they "think" your making on the job (based on gross #'s) and they suddenly think they're working for peanuts while your "banking". This had encouraged two employees (at different times) in the last 10 years to start scabbing work - one was my sales guy and the other my foreman. Both were fired. They even started calling my vendors trying to get contractor pricing and product shipped.

You have to protect your business bottom line.
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Thats a Great way of doing things, also less chance for cancellations I bet.
 
Don M. said:
I think I might. The guys seeing the checks, they got a little attitude with me last night. They were sending me texts that I really didnt appreciate. So much so that Im letting one guy go.
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Once a management descision has to be made such as to fire someone dont look back. You did the right thing. Someone posted to bill net 10 with a $50 late fee. Thats a great idea. I would focus on who to hire next. This economy does have a positive. A supply of people without jobs. What does that mean to you. Get rid of the ones that are not capable of towing the line and start thinking about the over qualified hire you are going to get for the same price.
 
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